فصلنامه مشاوره شغلی و سازمانی
پیاپی 34 (بهار 1397)

Resiliency is one of the variables that have aspecial position in the fields of evolution Psychology,family psychology,mental psychology, the number ofrelated researches are being increased as well. The currentstudy was conducted to investigate the role of careeradaptability,self-efficacy in predicting the WomenCareer Resiliency. Statistical population of this study iswomen working in a company in Kohgiluyeh,Boyer-Ahmad province. Based on the available sampling, 132 ofthem were selected as the sample size. To collect the data,Savickas' inventory of career adaptability (2012), Sherer'sgeneral self- efficacy (1982),Morgan's careerresilience (2001) were used. These inventories wereanalyzed using SPSS,PLS software in two descriptiveand inferential levels,correlation tests to assess therelationship between the variables,to predict thecriterion variable (resiliency) of stepwise regression. Theresults showed that there is a significant positiverelationship between two variables of general self-efficacyand Career adaptability,career resiliency,theresearch model was also approved. Therefore, it isconcluded that the independent variables are able topredict the dependent variable,career adaptability andhigh self-efficacy will increase the career resiliency.

The purpose of this study is toinvestigate the relationship between communicationskills, responsibility,emotion regulation withmental health of National Bank employees inBandar-eAnzali.Method the study participants wereall 134 employees of National Bank branches inBandar-e Anzali. In this paper, 97 bank employeeswere selected by cluster random sampling,theywere asked to Communication Skills QuestionnaireJerabek(2004), CPI-Re Questionnaire, EmotionRegulation Questionnaire Gross & John (2003) andMental Health Questionnaire (GHQ-28). Data wereanalyzed using questionnaire reliability usingCronbach's alpha. Pearson correlation coefficientand multivariate regression were used in order toanswer the research hypotheses. There is asignificant relationship between communicationskills, emotional regulation, comprehension anddecisiveness, accountability,emotionalregulation with the evaluation scale of the mentalhealth of National Bank employees. (P<0.05) Inaddition, responsibility,emotional regulationcan significantly predict %12 the changes in themental health of National Bank staff. (²R- 0.125).According to the results of the study, it can beconcluded that employees who have morecommunication skills, responsibility,emotionalregulation, they have higher levels of mental health.

The purpose of the current paper is to examine Antecedents (self-efficacy, Emotional Stability and organizational socialization) and consequences it (career success) on career resilience. This is a descriptive-survey. The target population included 17000 employees of 20 petrochemical companies in Mahshahr special economic zone. In this study, to measure the variables, from self – efficacy questionnaireChen, Gully, and Eden (2001), Emotional Stability questionnaire Li Yan (2005), Organizational Socialization questionnaire Taormina (2004), Career resiliencequestionnaire Liu (2003) and Career success questionnaire was used. To study individual level hypotheses, was used the Structural Equation Modeling and PLS software, and a linear hierarchical model test was used to examine thecontextand moderating effect the group level variables on individual level variables (multilevel approach). In the individual level, Self-efficacy and Emotional stability had a positive effect on career resilience and also career resilience had a positive effect on career success. In the organizational level, organizational socialization had a positive effect on career resilience which is at the individual level. The mediating role of organizational socialization between self-efficacy and career resilience and also between emotional stability and career resilience were confirmed. It was also found that organizational socialization plays a moderating role between self-efficacy and career resilience as well as emotional stability and career resilience. The results of this study showed the importance of personality factors and organizational factors to enhance the resiliency of employees and subsequently their career success. It means petrochemical companies should have strategies and plans to help their employees enhance career resilience through organizational socialization plans and personality factors.

Aim The purpose of this study was toinvestigate the mediating role of job engagementin relationship between work ethic withcommitment to change.MethodStudy is appliedand The Research method was descriptivecorrelational. The population of this studyconsisted of all Primary school teachers (400) inSalas babajany. According to Morgan table andusing available sampling method, 200 subjectswere selected. Work ethic Questionnaire, jobengagement,commitment to change wasused to collect data. To analyze the data, SPSSand LISREL software were used.Results showedthat the work ethic directly effected oncommitment to change,job engagement, andindirectly effect on commitment to changethrough job engagement. It also the direct effectof job engagement on the commitment to changewas significant.Conclusionso to increasecommitment to change, work ethic,jobengagement can be considered.

The purpose of this study was to predict jobsatisfaction based on emotional self-regulation,defensemechanisms in welfare workers in Tehran province. This study was a correlational study. Thestatistical population of this study was all employees ofTehran's Welfare Office in 2013-2014 who were selectedusing a sampling method of 324 (158 men,166 women).Data were collected by JDI, Defense Mechanisms (DSQ-40)and Difficulties of Difficulty Adjustment (DERS). Thecollected data were analyzed using Pearson correlation andmultiple regressions. Pearson correlation resultsshowed that all components of emotional self-regulation,with the exception of emotional awareness, have significantcorrelation with job satisfaction. There is a significantinverse relationship between all components of emotionalself-regulation, with the exception of emotional awareness,with immature defense andNeuroticism defense mechanism.Multiple regression analysis showed that emotional selfregulationexplains 5% of the variance of job satisfaction,but defensive styles do not explain job satisfaction. Ininvestigated gender difference with t test showed that, menin satisfaction with promotions, compensation andsatisfaction,satisfaction with working conditions are inhigher levels of satisfaction. However, in overall jobsatisfaction score, there was no significant differencebetween men,women. The result of thisstudy indicated a direct relationship between emotional selfregulationand job satisfaction, inverse relationship withunmet,unpredictable defense mechanisms,lack ofrelation with defense styles. Therefore, considering theimportance of the ability to regulate emotions on the use ofdefense mechanisms,job satisfaction, one can use theguidance,therapeutic techniques of psychologists andcounselors in the welfare organization to increase theawareness,gain of emotional adjustment skills,theuse of the developed mechanisms in to promote jobsatisfaction,goals of the welfare organization.

Women's career development iscomplex,should be examined frommultidimensional angles consideringsocial the study employs acorrelational the research populationconsists of female students in Islamic AzadUniversity, Arak Branch,Iran. 181individuals were selected out of thepopulation by the convenience samplingmethod. Then, copies of the CareerAspiration Scale (CAS) developed by Garyand O'Brien were distributed among them.This scale was first translated into Persianand then back-translated into English. Ateam of experts reviewed the scale fordetermining cultural sensitivities, clarity ofquestions, differences,errors inmeaning.The results illustrated thatCronbach's alpha coefficient for the wholescale was 0.87,for its subscales, itranges from 0.82 to 92.9. All cases enjoyedacceptable correlation. The results of thetest-retest showed a consistency for theWomen’s Career Aspiration Scale. Theexploratory,confirmatory factor analysisindicated two acceptable subscales.Theresults illustrated that the Persian version ofthe Women’s Career Aspiration Scale hasgood reliability,validity,it can beused in Iranian sample for measurement ofthe of women's career aspirations along withother career variables.

Aim recent advancement in the area of factor influencing career development emphasizes on parents’ characteristics as the first influential ones in this area. Methods this research is a qualitative research with interpretative phenomenological design. Research population include students of universities and higher education institutes of Bojnord city and sample consists of 13 participants (8 males and 5 females) among students, that their score on career development and career adoptability is one standard deviation higher than mean. This sample was selected by purposeful and snowball sampling. Then, data was collected by semi-structured interview and was coded and analyzed by Dicklman method. Results of interviews’ analysis led to extracting 759 primary codes, 23 concepts, and 9 items consisted of emotional support, exploration context, self-regulationcontext, and selfsufficiency context, career self-efficacy context, going beyond prevailing narratives, information support, guaranteed social relationships, and involvement. While emphasizing on parental factors influencing on career development, results of current research suggest processes by which, children take steps toward career exploration and beds leading to more career developments.